Tag Archives: OD

The Cost of Doing Nothing versus OD Results

Effective Organization Development (OD) is not a needless expense, nor is it a luxury. It is part of a sound strategy to meet or exceed business performance expectations. The cost of staying stuck at or near your current performance is … Continue reading

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Putting Your Skin in the Game: The OD Practitioner as Organizer

The following is an excellent description of Crosby & Associates’ approach to Organization Development (OD), written by our founder and reprinted from the OD Practitioner, Vol 27, #2&3, 1995.  It is also a solid guide for sponsors and agents of change: Some 20 … Continue reading

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Leadership, Authority, and Emotional Intelligence – A Case Study from the PECO Nuclear Turnaround

Abstract: The following is written from a practitioner’s point of view. The hypothesis is that organizations that respect the role of emotion in human systems, in concert with other variables such as role, goal, and decision clarity, will meet or … Continue reading

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A future of Organization Development (OD)

Despite the ancient wisdom, “there is nothing new under the sun,” many OD practitioners and their customers seem to be addicted to finding what is “new.” This habit has been manifested over the past few decades through a constant stream … Continue reading

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T-Group as Cutting Edge Post #5:

Implications for OD Practice The first major implication from what I have written above is that team and even some leadership development, not just T-group training, needs to be done with intact groups. This minimizes the problem of transfer of … Continue reading

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T-group as Cutting Edge Post#4: T-group Innovations: Our “Tough Stuff” Model

Our “Tough Stuff” trademarked name is true to the essence of the original laboratory training, but adapted to highlight workplace relevance. Our unique T-group innovations are interwoven throughout each Tough Stuff event. Each location we help transform has Tough Stuff … Continue reading

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T-Group as Cutting Edge Post #3: Differences Between “Stranger’ Groups and “Intact” Groups

Almost all T-groups have been composed of people meeting each other for the first time. Thus they were called “stranger” groups or laboratories (“laboratory training” was an early common term for the workshop that included T-groups). Even in corporations like … Continue reading

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T-group as Cutting Edge: Today? Really?

An edited version of the following appears in a recent edition of the ODPractitioner The author, Robert P Crosby, is trained by the founders of Organization Development (OD). His first “Training-group” (T-group) was in 1953 followed by “Train-the-Trainers” with Lippitt, … Continue reading

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Challenging Lewin, and the foundations of OD

The following is my response to a post by a colleague on the OD Network list serve. I hope you agree it was worth re-posting here. After mentioning a few places we converged, I wrote the following: I do think … Continue reading

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